37. Six months into Wade's tenure as sales manager, he hosts his first regional sales meeting. During the course of the meeting, Wade meets individually with his employees and shows them a chart of their sales numbers for each month compared to their budgeted quota for the year to date. Additionally, Wade and each employee set mutually agreed-upon budget goals for the remaining six months of the fiscal year. Wade is utilizing the ________ method of performance appraisal.
(A) MBO
(B) multiperson comparison
(C) BARS
(D) critical incident

1. Which of the following is true of high-performance work practices? (A) It encourages extensive employee involvement and greater employee control on decision making. (B) In spite of its many benefits, research indicates that there is no direct link between highperformance work practices and a firm's market value. (C) It involves well-structured job responsibilities as opposed to flexible assignments. (D) It is easier to implement in organizations with centralized structures.

2. ________ is an example of a high-performance work practice. (A) Seniority-based compensation (B) Giving employees less control over decision making (C) Increasing employee access to information (D) Closed communication

3. The final three activities of the human resource management process ensure ________. (A) that employees are continuously provided with up-to-date knowledge and skills (B) that the organization retains competent and high-performing employees (C) that the organization selects and trains competent employees (D) the best compensation packages for the new hires

4. Which of the following steps in human resource management helps retain competent and highperforming employees? (A) selecting (B) orientation and selection (C) training (D) performance management

5. The essence of affirmative action is to ________. (A) provide experiential exercises and on-the-job coaching for employees (B) prevent discrimination and enhance the status of members from protected groups (C) prevent employees from behaving unethically (D) provide positive reinforcements to encourage desirable behavior

6. Which of the following Acts gives employees the legal right to examine personnel files and letters of reference? (A) Privacy Act (B) Equal Pay Act (C) Civil Rights Act, Title VII (D) Worker Adjustment and Retraining Notification Act

7. Fletcher has worked as a regional sales manager for Waiyo, a firm that sells espresso machines to offices and restaurants, for 8 years. Faced with falling demand and plummeting sales, the firm decided to prune its operations and concentrate on its most profitable markets. Fletcher's sales territory was not part of this and he was let go of by the management, with a modest severance package. However, his health coverage was discontinued following his termination, even though Fletcher was willing to pay for it. Which of the following Acts can Fletcher cite in his efforts to have his health coverage benefits restored? (A) Lilly Ledbetter Fair Pay Act (B) Occupational Safety and Health Act (OSHA) (C) Health Insurance Portability and Accountability Act (HIPAA) (D) Consolidated Omnibus Budget Reconciliation Act (COBRA)

8. The two most common forms of representative participation are ________. (A) work councils and board representatives (B) board representatives and cross-functional teams (C) work councils and cross-functional teams (D) task forces and labor unions

9. Which of the following statements is true of the four generations that are working side-by-side today? (A) The oldest, most experienced workers account for 6% of the workforce. (B) The baby boomers refer to people born between 1965 and 1977 who account for the bulk of the workforce. (C) The Gen X workers consist of people born between 1978 and 1994. (D) The Gen Y refer to people born between 1946 and 1964.

10. The first phase of the human resource management process involves ________. (A) human resource planning, compensation, and benefits (B) human resource planning, recruitment and decruitment, and orientation (C) human resource planning, training, and performance management (D) human resource planning, recruitment and decruitment, and selection

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